Introduction



-1143000-97345500Code of ConducttemplateHow to use this templateThis code of conduct template contains 28 sections that can be edited, rewritten, replaced or adapted to meet the needs of your company. Each section contains a brief instruction, which you can delete, followed by an example of the text you may wish to include in the section. The table of contents can be updated to reflect any changes you make in the document. New sections headers should be designated as “header 2” to ensure they are included in the table of contents when you update it.The footer in the document contains the i-Sight logo. This is editable and can be replaced with your own company logo, alternate text, or nothing at all.writing your CODE OF CONDUCT Here are some resources to help you write your code of conduct. Before you begin:watch the webinar:How to Write a Code of Conduct that Works for Your OrganizationRead the following articles:Code of Conduct Best PracticesHow to Make your Corporate Code Influence Employee BehaviorWhat We Can Learn from the Coca-Cola Company’s Code of Conductvisit i-Sight’s code of conduct page: HYPERLINK "" \o "Code of Conduct Best Practices" collections/code-of-conductMessage from the CEO/President/FounderInclude a message about the company’s commitment to ethics and the importance of the code of conduct.For example:Doing things right is one of our most important values at [the company]. We work hard every day to provide products that enhance the lives of people in our community, our country, and all over the world.We are clear about what we mean when we talk about doing things right. Not only does it mean that we provide products that are well made, fairly priced and of exceptional quality, but it also means that every step we take in making those products is taken with ethics and integrity in mind. We source material only from suppliers who have impeccable human rights records, ensure our supply chain is of high integrity and monitor our entire operation for compliance with our code of conduct.Doing things right is not an option at [the company]. Working here means making a commitment to uphold our company values and following the code of conduct outlined in this document. Thank you for upholding our values and helping us to be the best product supplier we can be.CEO/President/FounderTable of Contents TOC \o "1-3" \h \z \u Introduction PAGEREF _Toc440527981 \h 5Ethical Principles and Core Values PAGEREF _Toc440527982 \h 5Decision Making and the Code of Conduct PAGEREF _Toc440527983 \h 5Reporting/Speaking Up PAGEREF _Toc440527984 \h 5No Retaliation PAGEREF _Toc440527985 \h 6Equal Opportunity PAGEREF _Toc440527986 \h 6Harassment PAGEREF _Toc440527987 \h 6Bullying PAGEREF _Toc440527988 \h 6Conflicts of Interest PAGEREF _Toc440527989 \h 7External Communication on Behalf of the Company PAGEREF _Toc440527990 \h 7Confidentiality PAGEREF _Toc440527991 \h 7Privacy PAGEREF _Toc440527992 \h 7Competition, Fair Dealings and Antitrust PAGEREF _Toc440527993 \h 8Bribery and Facilitation Payments PAGEREF _Toc440527994 \h 8Gifts and Entertainment PAGEREF _Toc440527995 \h 8Political Contributions PAGEREF _Toc440527996 \h 9Charitable Contributions PAGEREF _Toc440527997 \h 9Record Keeping PAGEREF _Toc440527998 \h 9Protection and Proper Use of Company Assets PAGEREF _Toc440527999 \h 9Money Laundering PAGEREF _Toc440528000 \h 10Insider Trading PAGEREF _Toc440528001 \h 10Health and Safety PAGEREF _Toc440528002 \h 10Environment PAGEREF _Toc440528003 \h 10Information Technology PAGEREF _Toc440528004 \h 11Internet Use PAGEREF _Toc440528005 \h 11Use of Social Media PAGEREF _Toc440528006 \h 11Corporate Social Responsibility PAGEREF _Toc440528007 \h 11Code of Conduct Acknowledgement PAGEREF _Toc440528008 \h 12IntroductionProvide information on how to use the code of conduct.For example:Who does the code of conduct apply to (all employees, managers and executives)?Is there a separate code for contractors and suppliers, or does this code apply to them too?Ethical Principles and Core ValuesProvide an explanation of the company’s core beliefs and values.For example:Honesty Integrity Trustworthiness Courage Respect for othersResponsibilityAccountability Obedience to the law Empathy Teamwork Commitment to the codeDecision Making and the Code of ConductProvide guidance on ethical decision making.For example:When making a decision, ask yourself the following: Is it legal? Does it comply with the code? Does it reflect our company values and ethics? Does it respect the rights of others? If you are unsure about any of the answers, ask.Reporting/Speaking UpIn this section, outline the company’s speak-up policy and provide at least three ways for employees to report concerns or breaches of the code of ethics. At least one of these methods should be anonymous and available 24-7, such as an ethics hotline.For example:The company encourages all employees to ask questions and raise issues without fear of retaliation and is committed to treating reports seriously and investigating them thoroughly.Employees must report suspected unethical, illegal or suspicious behavior immediately. The company does not tolerate retaliation against anyone who makes a good faith report of suspected misconduct or otherwise assists with an investigation or audit.To report a concern:Talk to your managerContact Human Resources at (555) 555-5555Contact the Ethics office at (555) 555-5556Call the anonymous hotline at 1-800-555-5555Make a confidential and/or anonymous report online at No RetaliationExplain what retaliation is and outline the company’s non-retaliation policy and the commitment of everyone from the very top level on down to ensuring there is no retaliation for reporting concerns of any kind. State the company’s position on punishment for retaliatory behavior.For example: Employees who report a concern in good faith cannot be subjected to any adverse employment action including:Unfair dismissal, demotion or suspensionUnfair denial of a promotion, transfer or other employment benefitBullying and harassment, either in person or onlineExclusionary behavior Any other behavior that singles out the person unfairlyEqual OpportunityOutline the company’s non-discrimination policy and commitment to a diverse workforce.For example:The company will not tolerate discrimination based on race, color, religion, gender, age, national origin, sexual orientation, marital status, disability or any other protected class.HarassmentExplain the company’s position on harassment and zero tolerance policy for any form of harassment, including sexual harassment and bullying.For example:Treat all fellow employees, customers, business partners and other stakeholders with dignity and respect at all times.Any type of harassment, including physical, sexual, verbal or other, is prohibited and can result in disciplinary action up to, and including, termination.Harassment can include actions, language, written words or objects that create an intimidating or hostile work environment, such as:Yelling at or humiliating someonePhysical violence or intimidationUnwanted sexual advances, invitations or commentsVisual displays such as derogatory or sexually-oriented pictures or gesturesPhysical conduct including assault or unwanted touchingThreats or demands to submit to sexual requests as a condition of employment or to avoid negative consequencesBullyingMany companies include a section in the code of conduct on bullying, while some include it as part of their sections on harassment. If included as a separate section, it should include an explanation of specific behaviors that can be considered to be bullying.For example:We are committed to ensuring that our employees, our contractors and our customers work in safe and respectful environment that is free of bullying. Bullying can include:Spreading malicious rumor or gossipExcluding or isolating someone sociallyEstablishing impossible deliverablesWithholding necessary information or purposefully giving the wrong informationIntimidating someoneImpeding someone’s workUnfairly denying training, leave or promotionConstantly changing work guidelinesSending offensive jokes or emailsCriticizing or belittling someone constantlyTampering with a person's personal belongings or work equipmentConflicts of InterestExplain the company’s position on conflicts of interest and define what constitutes a conflict as well as provide an avenue for employees to discuss a potential conflict of interest.For example:A conflict of interest can occur when an employee’s personal activities, investments or associations compromises their judgment or ability to act in the company’s best interests. Employees should avoid the types of situations that can give rise to conflicts of interest.It’s important for employees to disclose any relationships, associations or activities that could create actual, potential, or even perceived, conflict of interest to their manager or the Human Resources Department.External Communication on Behalf of the CompanyOutline the company policy on who can represent the company to media and/or legal authorities.For example:Only the President, VP Operations, VP Sales and Marketing and VP Communications are authorized to represent the company to media and/or legal authorities. Employees should refer all requests for information or interviews to the Communications Department.ConfidentialityStress the company’s commitment to information confidentiality and employees’ obligation to uphold this standard.For example:The company and its employees maintain the confidentiality of all proprietary information. Proprietary information includes all non-public information that might be harmful to the company and its customers and business partners if disclosed.Confidential information can include:Customer listsSupplier listsPricing informationTerms of contractsCompany policies and proceduresFinancial statementsMarketing plans and strategiesTrade secretsAny other information that could damage the company or its customers or suppliers if it was disclosedPrivacyOutline the company’s compliance with privacy legislation and commitment to protecting the personal and confidential information of employees, customers, suppliers and others.For example:The company complies with the requirements of the country’s and international privacy laws. All employees sign an agreement that contains provisions for information confidentiality and non-disclosure.The company and its employees do not disclose any private, personal information of:EmployeesCustomersSuppliersCompetitorsThird partiesEmployees store all personal information securely, mark it as confidential and store it only for as long as it is needed for the purpose for which is was collected.When providing personal information, employees limit access to only those with a clear business need for the information.Employees are required to report any breaches of privacy, including the loss, theft of or unauthorized access to personal information, to their petition, Fair Dealings and AntitrustOutline the company’s approach to competition and fair dealings and compliance with relevant laws, regulations and codes.For example:While the company competes aggressively for new business, relationships with business partners are built upon trust and mutual benefits and compliant with competition/antitrust laws.Employees are required to:Communicate the company’s products and services in a manner that is fair and accurate, and that discloses all relevant informationFamiliarize themselves with the company’s fair competition policies and remain aware of the consequences of any violation of policies or laws governing fair competitionConsult the company’s legal department before engaging in any new practice that may affect fair competitionRefrain from price fixing, bid rigging, and any other anti-competitive activitiesUse only publicly available information to understand business, customers, competitors, business partners, technology trends, and regulatory proposals and developmentsAdvise their manager immediately of possible violations of fair competition practicesBribery and Facilitation PaymentsExplain the company’s anti-bribery program, including a definition of what behaviors could be construed as bribery. Include a definition of what a facilitation payment is and the company’s policy on them.For example:The company will not attempt to influence the judgement or behavior of a person in a position of trust by paying a bribe or kickback. This applies to persons in government and in private business.The company does not permit facilitation (or “grease”) payments to government officials or private business in order to secure or speed up routine actions.Employees are to:Select third parties carefully and monitor them continuously to ensure they comply with the company’s anti-bribery policies Keep accurate books and records at all times and monitor that funds are not being used for bribery or facilitation paymentsRefuse any offer or request for an unlawful payment and report the incident to the company’s ethics and compliance officerGifts and EntertainmentDescribe the company’s policy on the giving and receiving of gifts, hospitality, entertainment and expenses. Explain why this is important.For example:While gifts and entertainment among business associates can be appropriate ways to strengthen ties and build goodwill, they also have the potential to create the perception that business decisions are influenced by them. The company is committed to winning business only on the merits of its products, services and people and complies with all legal requirements for giving and receiving gifts and entertainment.Employees are to:Use sound judgment and comply with the law, regarding gifts and other benefitsNever allow gifts, entertainment or other personal benefits to influence decisions or undermine the integrity of business relationshipsNever accept gifts or entertainment that are illegal, immoral or would reflect negatively on the companyNever accept cash, cash equivalents, stocks or other securitiesEmployees may accept occasional unsolicited personal gifts of nominal value such as promotional items and may provide the same to customers and business partners.When in doubt, employees should check with the ethics and compliance officer before giving or receiving anything of value.Political ContributionsOutline the company’s policy on political contributions and how this affects individual employees.Example:The company does not make political contributions.Employees are free to support any political party or entity on a personal level. However this must be kept separate from company business.Charitable ContributionsOutline the company’s policy on charitable contributions.For example:The company may make charitable contributions to causes and organizations that are not politically affiliated.Employees should check with the VP Operations before making any charitable contributions on behalf of the company.Record KeepingState that the company keeps its books, records, accounts and financial statements in a complete, fair, accurate, understandable, detailed and timely manner.For example:All documents, databases, voice messages, mobile device messages, computer documents, files and photos are records.Employees are required to:maintain these records and protect their integrity for as long as requiredmaintain official record keeping systems to retain and file records required for business, legal, financial, research or archival purposesdispose of your records according to the company’s records retention and disposition scheduleEmployees should never destroy documents in response to, or in anticipation of, an investigation or audit.Protection and Proper Use of Company AssetsExplain the company’s policy on protections and use of assets and specify what constitutes an asset.For example:The company requires all employees to protect its assets. All assets should be used for legitimate purposes, efficiently, and for company business only.Assets include facilities, equipment, computers and information systems, telephones, employee time, confidential and proprietary information, corporate opportunities and company funds.Suspected incidents of fraud, theft, negligence, and waste should be reported to the VP Operations.Money LaunderingOutline the company policy on money laundering and its definition.For example:The company complies with anti-money laundering laws. Money laundering is the process of concealing illicit funds by moving them through legitimate businesses to hide their criminal origin.Employees must never knowingly facilitate money laundering or terrorist financing, and must take steps to prevent inadvertent use of the company’s business activities for these purposes. Employees are required to immediately report any unusual or suspicious activities or transactions such as:attempted payments in cash or from an unusual financing sourcearrangements that involve the transfer of funds to or from countries or entities not related to the transaction or customerunusually complex deals that don’t reflect a real business purposeattempts to evade record-keeping or reporting requirementsInsider TradingExplain the company’s policy on insider trading, including an explanation of what it is.For example:Employees may learn information about the company, associates, clients, business partners or other companies that is not publicly available. It is illegal for any individual to use information obtained in this way for personal gain or to share it with others.Employees are prohibited from:Buying or selling securities based on non-publicly available knowledge gained in the course of businessProviding information or tips, or encourage another person to buy or sell securities based on inside informationEmployees are required to report suspected insider trading immediately to the ethics and compliance department.Health and SafetyOutline the company’s commitment to providing employees with a safe and healthy workplace.For example:The company conducts business in accordance with applicable health and safety requirements and strives for continuous improvement in its health and safety policies and procedures.All employees are expected to perform their work in compliance with applicable health and safety laws, regulations, policies and procedures and apply safe work practices at all times in all locations.Applicable safety and health requirements must be communicated to visitors, customers or contractors at any company location.Employees are required to immediately report workplace injuries, illnesses or unsafe conditions, including “near-misses.”EnvironmentOutline the company’s commitment to minimizing the environmental impact of all of its activities used to deliver services to its customers.For example:The company is committed to operating in an environmentally responsible manner, from the provision of products and services, to the operation of its offices and facilities, selection of suppliers and other business activities.The company complies with all applicable environmental laws and regulations as well as self-directed commitments to sustainable practices and environmental rmation TechnologyOutline the company’s IT policy, including employee requirements and responsibilities.For example:The company expects its employees to help it safeguard all computer equipment and data against intentional malicious acts by individuals inside or outside the company. Cyber-security training is provided to all employees to ensure compliance with computer security policies.The company safeguards against inappropriate access by individuals or groups untrained in correct company policies or proceduresThe company does not use software for which it does not have a license.Internet UseOutline the company’s position on employee use of the internet during work hours.For example:The company understands that occasional personal use of the internet during work hours is a reasonable request and allows this, within reason. Employees can ask for clarification from their managers if in doubt.However, the company does not allow internet use to support a personal business, political venture, or embarrass the company and its customers.Use of Social MediaSocial media provides opportunities to network and create exposure for the company and brand. But there are risks associated with employees’ use of it. This section should explain the company’s social media policy. This can be as basic as a general statement that employees are accountable for what they post on social media or as comprehensive as a complete list of social media activities that are permitted, encouraged and prohibited.For example:The company respects the right of employees to use social media for personal and professional purposes.Employees are responsible for complying with company policies and procedures when communicating on social media. Employees are accountable for any information they publish online.Employees are required to:Reveal their relationship with the company when commenting online on issues related to the companyRespect the privacy of other employees and refrain from publishing photos of them without their consentEnsure any information they post related to the company is accurate Comply with the rules of the social media sites they useEmployees must not:“Pretext”, or pretend to be someone they are not onlineSpeak on behalf of the company if they are not expressly authorized to do soShare confidential information about the company, its clients, stakeholders or suppliersPost comments or pictures that could harm the company’s brand, reputation or commercial interestsCorporate Social ResponsibilityOutline the company’s goals and commitment to corporate social responsibility and describe what it does to achieve these.For example:The company understands that corporate social responsibility extends to our entire supply chain. This encompasses not only the products and services supplied but also the human rights, ethics and social practices of our company and its suppliers.One goal of the corporate social responsibility procurement program is to build partnerships with like-minded organizations by actively seeking out business partners who are the most environmentally and workforce friendly.Forced Labor: The company and its suppliers shall employ all employees under their own free will with no one being subjected to bonded or forced labor. This policy applies to not only the supplier’s business operations but also those of their supplier network with which the company conducts its business.Child Labor: The company and its suppliers shall not employ any people under the minimum legal working age of the country in which they work.Responsible Environmental Impact: The company and its suppliers shall produce measurable environmental impact reports and conduct ongoing efforts to reduce environmental pollution while increasing sustainability.The company encourages and supports involvement in the community that has supported it. This includes supporting local business and talent by, for example, sourcing local products and services, where appropriate, and showcasing the work of local artists in the company’s public spaces.Charitable involvement is important to the company and a charity committee meets ones a month to discuss and execute potential and ongoing charitable projects.Code of Conduct AcknowledgementBy certifying to the company code of conduct, you acknowledge that:For example:You have read the entire code of conduct and understand your responsibilities related to it.You have had the opportunity to ask questions to clarify any unclear aspects of the code.You agree to abide by its principles.You agree to report to the company any violations of the code.You agree to cooperate in any investigations of violations of the code. ................
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